Straight answers to the questions that matter.

No — and it doesn't want to be. Your HRIS remains the system of record for employee data, payroll and HR workflows. CareerPaths is the specialist careers layer those systems lack: visible pathways, structured career conversations, gap analysis and a careers experience people actually use.

Career Visibility Software has four parts: Career Pathways, Career Conversations, Cath and Strategic Gap Analysis. Together they cover your complete career architecture: roles, job families, departments, teams, skills and competencies with levels, qualifications, learning resources, pathway links and visualisations — plus career goals, development plans, 1:1 agendas, agreed actions and progress tracking, and organisational goals with the capabilities they require.

Everyone. Employees explore pathways, check gaps, plan development and prepare 1:1s. Managers run structured career conversations with role and pathway data at hand. Admins manage the architecture, train Cath and review insight. Leaders get the dashboard.

Two views of the same question.

The individual one. This person against a role they're interested in — the specific skills, competencies and learning that sit between where they are and where they want to be. That's live.

The organisational one. Where capability falls short of what your roles and goals actually require, and whether the gap is closing. That organisation-wide view is on our roadmap rather than in the product today.

It's the reason we built the platform.

Organisational goals sit in the platform with the skills and capabilities each one requires, at defined levels. Employees align their own development to them. The connection between "what we're trying to achieve" and "what our people are learning" stops being a paragraph in a strategy document and becomes something you can look at.

Organisation-wide reporting against those goals is on our roadmap rather than released — we'd rather tell you now than at implementation.

All of it is published, in full, on the pricing page — software, careers websites and interactive tools, with what's included at each level and what isn't.

We don't do "contact us for pricing". If you're going to find out eventually, you may as well find out now and decide whether to spend the call.

See our pricing →

There is a minimum term of 24 months if you order our standard careers website or interactive tools packages.

There is no minimum term for our software.

If you order our complete experience and then cancel the software before the 24 month minimum term on the websites, your pricing will be adjusted to the standard product price, without the bundle discount.

You keep your website. The free basic licence that powers your role pages ends with the agreement, but the data doesn't have to disappear with it — we can convert the database-driven elements into standard content fields in your WordPress site for a one-off migration fee, if that's what you want.

We'd rather tell you the exit route before you're looking for it. Careers software that holds your content hostage is a bad product with a good retention number.

No. Most organisations don't have one — and a fair number of the ones that do have discovered it went out of date somewhere around the second reorganisation.

You start from what you already have: your structure, your job descriptions, whatever framework exists. The work is turning that into something structured enough to be useful, and it's done with you rather than to you.

Nothing is visible to your people until you've approved it.

Yes — piloting with one department or business area before wider rollout is the most common route in.

The honest answer is that it depends on one thing, and it isn't us: how quickly your organisation can agree what a role actually requires. Loading data is fast. Deciding what "good" looks like at each level is not, and it shouldn't be — this is your career architecture, and every employee will be able to see it.

We set the pace to your review cycle. Anyone who promises you a timeline without knowing how your approvals work is guessing.

Alongside it, yes. Wired into it, not yet — and we'd rather say that now than let you find out in month two.

Your HRIS stays the system of record for employee data, payroll and HR workflows. CareerPaths is the careers layer those systems don't have. At setup, your structure, departments and roles are loaded by bulk import, so nobody is rekeying anything. Scheduled sync with your HR system is planned, not built.

Live vacancies are a different story. Feeds from your existing recruitment system are delivered today on careers websites we build — that part isn't roadmap, it's running.

Not in the software at launch. Enterprise SSO is planned for the first release after general availability, with automated user provisioning following it.

Until then, accounts are created by bulk import at setup and managed by your administrators. For a pilot in one department — which is how most people start — that is usually less work than configuring SSO would have been.

Internal careers hubs on careers websites we build are a separate matter: those can sit behind your existing login today.

Each organisation runs in its own isolated tenant, separated at the data layer rather than by a filter on a shared database. Encryption in transit and at rest, with field-level encryption on sensitive content, files and private resources. Enforceable two-factor authentication. UK-based hosting.

That's the summary. The detail — policies, sub-processors, controls, what's built and what isn't — is in our Trust Pack, and you can have it before you commit rather than after you've signed. Three fields, no sales call, allow up to 72 hours

Cath is our own AI careers assistant, grounded in your roles, pathways, resources and tone of voice — not in the open internet, and not in a general-purpose chatbot's idea of career advice.

Employees, managers and candidates ask career questions and get answers drawn from your content. Cath is guardrailed to career topics: ask it about the holiday policy and it will tell you it's the wrong tool.

Your content is not used to train CareerPaths' models. You can disable Cath entirely, or run it through your own AI provider account if your policy requires the conversation to stay inside your own tenancy — which, in our experience, is a question that gets asked far later than it should be.

Can managers see what someone asks Cath?

Conversation privacy is part of how the system is being built, and the Trust Pack sets out where that has got to. If it's a deciding factor for you, ask us directly and we'll tell you exactly what is and isn't in place today.

No. Cath provides career information and guidance from your own content. It does not make, and is not designed to make, employment decisions about individuals.

It's what we've done for fifteen years, and it's still half of what we do.

External sites for candidate attraction, internal careers hubs behind your own login, or both. A jobs board, or a live feed from your existing recruitment system, included rather than extra.

Every careers website we build now comes with a free basic licence covering job roles and vacancies. That isn't the full Career Visibility Software — that's a separate product — but it means your role pages are database-driven from the start, rather than fifty pages somebody has to maintain by hand.

On a careers website we build, yes — populate it yourself, or we display live roles from your existing recruitment system. Multi-employer boards for membership organisations, skills councils and sector bodies are delivered today too.

In the software, vacancies appearing against career pathways is on the roadmap rather than released.